We've outlined tips on how to build reinforcement objectives, measure knowledge retention, follow the 7 Principles of Reinforcement, close the reinforcement gaps, and achieve the 3 phases of behavior change.
Knowledge gap: Knowing the training goal
Skills gap: Knowing how to apply
Motivation gap: Level of motivation
Environment gap: Does your environment support learning?
Communication gap: Is there enough guidance?
2. Master the 3 Phases for Results
To see lasting results your learners should go through the three phases of behavior change:
Awareness - The learner needs to understand WHY behavior change is needed.
Knowledge & Skills - The learner needs to understand HOW to change their behavior.
Behavior Change - The learner needs to apply the new skills to create lasting impacts.
3. Provide a Perfect Push and Pull
Reinforcement is more than RE-training. a perfect balance between "push and pull" communication is essential for success.
Offering short web-based and mobile training communication methods keep learners engaged with minimal impact on daily responsibilities. This, coupled with physical interactions, will ensure your learners keep on track and exhibit lasting behavior change.
Avoid boring tasks to increase the effectiveness of a reinforcement program.
Here are a few tips on how to do this effectively:
- Don’t just tell participants to learn, show them how to apply!
- Provide written scenarios and opportunities for self-reflection
- Encourage social friction
- Provide a variety of content forms
Keep a consistent balance between challenge and satisfaction to encourage engagement, retention, and adoption.
Set reinforcement objectives early on to determine the metrics you measure for behavior change.
Reinforcement objectives are different from training objectives. To determine reinforcement objectives, determine what impacts on the organization you want to see. Also, create Actionable Intelligence to help make decisions on structuring future training programs.
Remember, reinforcement is not an assessment. It is a comprehensive solution for driving behavior change after a training program. This is done through a variety of questions, scenarios and surveys that contextualize training content.
When developing a training program or course, make sure you put the learners first.
Take into consideration different learning styles and skill sets to maximize engagement and drive actionable results for long-term behavior change.